Human Resources in Riordan Manufacturing Essay

When people think of the responsibilities of a gentlemans gentleman resources department, they may say they are responsible for the hiring and firing of employees. The truth of the matter is that a human resources management is responsible for much more than just hiring and firing. The human resources management is responsible for hiring qualified people, training employees to do their jobs according to company policies, motivate their employees and be able to support productive employees. Riordan Manufacturing has a good human resources department, which maintains an innovative and team-oriented work environment. Riordan Manufacturing mainly recruits employees outside the company via entry level positions. There is withal an internal job posting for employees to take advantage of new job opportunities. The method Riordan Manufacturing uses to recruit qualified employees is through and through online advertisements via Monstor.com, local newspapers, employee referrals, temp agencie s, and job conferences. The give in China uses contract workers for engineering, and IT positions.Riordan Manufacturing seeks qualified people for jobs, but the company does not conduct reference test as well as dose testing of potential employees. When concerning training and instruction, Riordan Manufacturing has a mandatory training program for employees within their 90 days of hire. New employees have to attend orientation on their first day on the job. For production and shipping and quality employees, they have to go through Six Sigma training. New supervisors are required to go through training workshops within 12 months of becoming a supervisor. Such workshops include interviewing guidelines, preventing EEO claims as well as workplace sexual harassment, and finally performance reviews. Riordan Manufacturing in addition has incentive programs for outstanding employees. There are three types of programs Riordan Manufacturing use to recognize outstanding employees.1. Outsta nding Employee Award2. Employee Suggestion Program3. Seniority AwardsRiordan Manufacturing HR trunkRiordan Manufacturing implemented its HRIS (Human Resource Information Systems) in 1992. This system manages employee information such as the following 1. individual(prenominal) information2. Pay rate3. Personal exemptions for tax purposes4. Hire dates5. Seniority date6. Organizational information7. Vacation hoursIf an employee has to make any changes to his or her information, he or she has to submit it in authorship on a special form. That information is entered later by a payroll clerk. The training and development specialist kept fall into place of training and development records via Excel worksheets. In order for recruiters to maintain applicants information, all resumes are filed in a central storage area and are track via an Excel spreadsheet. Riordan Manufacturing employs a third party provider to keep track of workers compensation. Individual managers keep track of employ ees files and are also responsible for tacking FMLA absences as well as requests for accommodation. A compensation manager keeps results of job analyses, salary surveys and individual compensation decisions via Excel spreadsheet. Complaints, grievances, harassment complaints, as well as ethical issues are managed and tracked by employee relations specialists.HR Needed SystemsRiordan Manufacturings current HRIS needs an up-to-date face lift. Instead of having different individuals managing employees vital information, Riordan Manufacturing needs to invest in human resources software. Implementing the software would increase the efficiency of their current HRIS. It would ease the burden of keeping track of all the employees information.ReferencesUniversity of capital of Arizona (2012). Riordan Manufacturing Virtual Organization. Retrieved from BSA/500 Business Systems II course website.